Successful Implementation Of Organizational Changes (Coursework Sample)

Strategic change
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COURSEWORK 1
Introduction
Change is important in all organization because it ensures that the organization has a competitive advantage over other similar organizations. However, for an organization to initiate change, it needs to have a strategic plan to ensure that all employees are conversant with the new changes. Samson and Bevington (2012) argue that strategic change occurs when an organization restructures the business or marketing plan for achieving a particular objective. For instance, an organization can conduct strategic change through a change in corporate policies, mission, target market or organizational structure. For an organization to effect particular changes, it needs to apply strategic change management. Samson and Bevington (2012) define strategic change management as a process of managing change in a manner that is structural and defined. It is important to manage change in a structured way because it will determine if the organization will meet the organizational missions, objectives, and goals. The stiff competition requires that organizations embrace change in a market that is continually changing. Furthermore, leadership is important and affects how an organization embraces change. Organizational leaders are responsible for change strategy and implementation of the proposed changes (Stringham, 2012). In addition, the leaders are responsible for monitoring the changes; therefore, the leadership strategy that organizational leaders employ determines the successful implementation of organizational changes.
Leadership and strategic change
The leadership strategy that organizational leaders employ will determine the success of change management. Organizational leaders are responsible for creating policies and processes within an organization (Stringham, 2012). However, it is important for leaders to have the proper personal and social skills that will be crucial for the leaders to handle any situation that might erupt which has the capability of inhibiting change. Leaders should choose from a variety of leadership strategies to implement change. Examples of leadership strategies include dictatorial, democratic and situational leadership technique. According to Stringham (2012), there are four main steps that leaders need to address when implementing change. The first step for the leader is to understand the scope of a proposed project. For example, a leader needs to understand the needs of the organization and what changes will benefit the particular organization. Secondly, a leader needs to decide the path that the organization will take when implementing the changes and how different aspects of the organization will be affected by the new changes. Thirdly, a leader needs to implement the proposed strategy. The final step when implementing changes is to monitor the new changes to ensure that the organization has adjusted to the new changes (Stringham, 2012).
If an organization is preparing for new changes to be implemented, leaders need to apply effective and confident decision-making initiatives, communicate with employees about the new changes and conduct sensitive and effective planning. Furthermore, employees expect that the leaders will act in the best interest of all staff members in the organization. Employees expect that leaders will be supportive and open to communication. Without a strong relationship between the management and the employees, the organization will not adjust to the new changes because of mistrust and lack of communication (Iqbal, 2011). By establishing trust with the employees, the management will have a better chance of implementing the new changes successfully. Establishing proper means of communication between the management and employees is the best way to effect change. The management needs to communicate the need for change, how the organization will implement the new changes and how everyone will be affected by the change in the new organization.
Iqbal (2011) discusses five main types of leadership styles that include laissez-faire, autocratic, participative/democratic, transactional and transformational. A leader who uses laissez-faire does not have direct supervision of the employees. A leader using the above style assumes that employees are highly trained and experienced and do not need supervision to complete their tasks. However, not all employees are highly experienced and trained; some employees need supervision to complete their assigned tasks. The laissez-faire type of leadership can hinder productivity and increase operational costs. The autocratic leader is an example of a dictatorial leader. Leaders who practice autocratic leadership make decisions without valuable contribution of other stakeholders (Iqbal, 2011). The autocratic leader makes final decisions and does not consult others when making decisions. The autocratic leadership is not effective in businesses because it creates mistrust between the leader and employees. In addition, it does not support innovation. The participative leader is also referred to as a democratic leader. A Democratic leader appreciates the opinions of other individuals. However, the participative leader makes the final decision. Democratic leadership is effective in business because it promotes productivity and accountability (Iqbal, 2011). In addition, participative leadership encourages innovation because the leader appreciates the contribution of other employees. Transactional leaders reward employees according to their accomplished goals and objectives. Transactional leadership in business boosts productivity and accountability. However, it increases competition among employees and can inhibit teamwork. Lastly, leaders who use transformational leadership style encourage communication and transparency (Iqbal, 2011).
An example of how leadership style is important when establishing change is the transition of leadership of Apple Inc. from Steve Jobs to Tim Cook. Both leaders have different leadership styles. During his term as the CEO of Apple Inc, Steve Jobs focused on innovations, perfectionism and direct leadership (Jose, 2014). Furthermore, Jobs required all employees to work with perfectionism. He was a visionary leader who demanded perfection from all employees. His need for innovations made the company to develop new products that received huge support from the public. Known for his open criticism, Jobs practiced dictatorial leadership because of his need for perfection. In addition, Jobs demanded accountability from all employees. According to Jose (2014), Job’s demand for control in all the business’ aspects was the reason he was fired as the company’s CEO in 1985. However, Job’s still continued to practice his management skills as an abrasive leader who demanded perfection from the employees. In Comparison to Steve Jobs, Tim Cook practices a different managerial style. Tim Cook’s different approach to leadership proves that leadership is important when implementing change (Jose, 2014). As a new CEO of Apple, Tim Cook uses situational leadership as the preferred method of management. Tim Cook uses situational leadership to oversee the operations of the company. Cook encourages teamwork rather than dictating what needs to be done like Steve Jobs. Also, Tim Cook has a calm demeanor, unlike Steve Jobs who practiced perfectionism. While Steve Jobs demanded innovations, Tim Cook encourages transparency from the employees (Jose, 2014).
John Kotter and Kurt Lewin’s change models are some of the widely known change models that organizations apply (Burke, 2008). According to Burke (2008), other than effective leadership, an organization needs to apply a strong change model to ensure that the organization embraces the new changes. John Kotter proposes eight stages of implementing change. The first stage is creating a sense of urgency by communicating the need for change within the organization. The second step is building a guiding coalition that will oversee the implementation of the new change. The third stage is forming a strategic vision and initiative; the fourth step involves enlisting a volunteer army to ensure that the organization adjusts to the new changes. The fifth and sixth step is removing barriers and generating short-term wins respectively. The seventh and last step is sustaining acceleration and instituting the desired change (Burke, 2008). However, Kurt Lewin proposes three steps when implementing change. The first step is the unfreezing stage that prepares the employees about the desire to implement new changes. The second step involves implementing the proposed changes. Lastly, the third stage is the refreezing stage, which ensures that employees are accustomed to the new changes (Burke, 2008).
COURSEWORK 2
Introduction
The current strategy that Apple uses is to improve its current products. In addition, the company looks to improve its products in regards to safety management environmental protection through sustainability and improvement of the quality of products. In addition, Apple seeks to improve energy efficient. The company believes in innovation through the introduction of new products with new capabilities. Apple seeks to maintain a competitive advantage over other similar companies by producing new products and improving the current products to maintain superiority in their product and service division. Furthermore, Apple seeks to increase revenue by investing in different sectors, such as the education sector. Currently, Apple has its operating software and hardware designs that customers prefer over other products of its competitors. Brand awareness is a top priority for Apple, and the company wants to increase its investment in advertising and innovation of new products. Furthermore, the company seeks to increase the number of retail stores to make the products ...